Deciding how to word a resignation letter can feel particularly stressful if there is an investigation happening at work. Many employees worry about whether asking to leave immediately will look bad, whether offering extra notice helps, or whether the employer can still carry on with an investigation regardless of what is said.
This guidance explains how resignation letters are usually viewed under UK employment law, what employers can still do after notice is given, and how to keep your position clear and professional.
Understanding the issue or context
When an investigation is underway, emotions can run high. You may want to leave quickly to reduce stress, or you may feel that offering additional notice shows goodwill. At the same time, you may be concerned about how your wording could be interpreted later.
The key point is that a resignation letter is not the place to argue your case or manage an investigation. Its purpose is simply to communicate your decision to resign and your proposed last working day.
Keeping things simple often provides the most clarity and protection.
The legal rules or framework
Under UK employment law, an employee can resign at any time by giving notice in line with their contract, or by requesting immediate resignation if the employer agrees.
An employer is not legally required to accept immediate resignation if your contract specifies a notice period. Equally, an employer is generally entitled to continue or conclude an internal investigation even if you resign, particularly if the investigation relates to misconduct, safeguarding, or regulatory issues.
What you write in your resignation letter does not usually control whether an investigation proceeds. That decision rests with the employer.
For this reason, resignation letters are best kept factual and neutral.
Practical steps to take
If you are unsure how to word your notice letter, the following approach is usually sensible.
- Keep the letter short and professional
State that you are resigning and give a proposed last day of employment. - Request, rather than demand, immediate resignation
You can say you would like your resignation to take effect immediately, but avoid justification or explanation. - Avoid discussing the investigation
Do not reference the investigation, allegations, or your reasons for leaving in the letter. - Check your contract
Confirm your notice period so you understand what the employer is entitled to expect. - Be prepared for the employer’s response
The employer may accept immediate resignation, require notice to be worked, or place you on garden leave.
This approach keeps your position clear without adding unnecessary complexity.
Common pitfalls to avoid
Employees sometimes create problems by trying to explain too much.
- Giving detailed reasons for resigning
- Referring to the investigation in the resignation letter
- Offering complex notice arrangements in writing
- Trying to influence the investigation through the letter
Neutral wording is usually the safest option.
Frequently Asked Questions
Is it okay to ask to leave immediately?
Yes. You can request this, but the employer does not have to agree.
Does offering extra notice make me look better?
Not necessarily. It usually does not affect how investigations are handled.
Can the employer still investigate after I resign?
Yes. Resigning does not automatically stop an investigation.
Should I explain why I am resigning?
No. Explanations can complicate matters and are rarely helpful.
What if my contract requires notice?
The employer may insist on notice being worked or place you on garden leave.
When should I seek legal advice?
If the investigation could affect your future employment or reputation, fixed-fee solicitor guidance can help you understand your options.
Conclusion
If you’d like to understand your rights and options in plain English, visit LegalGuidance.org — a free resource powered by Martin Taggart Legal Consulting.
For professional, fixed-fee advice from a UK solicitor, visit MartinTaggart.com.
This information is general guidance only and not legal advice. For personalised support, please contact Martin Taggart Legal Consulting.